Liberty Global Interview Questions
& Process

The first step was an HR screening call where they wanted to know about my background, why I'm interested in this job, and if I know much about the company. The recruiter gave me a general idea of the job, how the team is set up, and what the hiring process looks like. I also got to ask them questions about the role and what they expect. Then, I had a second interview with a VP and a Director from one of the Corporate Finance teams. This interview was mostly about my past experiences, asking for examples of how I've worked with different people, and times I've shown problem-solving and leadership skills. It felt structured but also like a normal chat, where I could talk about projects I've worked on and ask about what the team does. Overall, it felt like a professional and well-organized process.

The interview process is often a company’s first and most crucial opportunity to showcase its culture, professionalism, and respect for candidates. Unfortunately, my experience with Liberty Global’s legal team—particularly in the hiring process for a Senior Legal Counsel role—has left much to be desired. After being contacted for an initial screening with a company representative, I invested significant time preparing for the conversation, researching Liberty Global’s business, and considering how my expertise could add value to their legal team. The interview itself was a positive discussion, and I was told to expect feedback within a reasonable timeframe. And then—nothing. Days turned into weeks, and despite follow-ups on my end, I was met with radio silence. No updates, no courtesy email, not even a templated rejection note. Just complete and utter ghosting. This level of unprofessionalism is unacceptable, particularly from a global corporation that should be setting a higher standard in corporate etiquette and employer branding. If this is how Liberty Global treats prospective employees—highly experienced legal professionals, no less—one can only imagine how internal operations function. A hiring process is a two-way street; just as candidates are expected to be prepared, professional, and communicative, so too should companies. The absence of basic courtesy in handling candidates speaks volumes about an organization’s culture and priorities. To any legal professionals considering opportunities with Liberty Global: be prepared for an opaque, discourteous hiring process. And to Liberty Global: you can and must do better.

So, first off, there was this online assessment that included a one-way video interview, kinda standard for grad schemes asking basic questions. If you passed that, you got invited to an assessment centre in December. This centre had three parts: a group challenge where you chat with 4-5 people about different ideas, then a case study where you prep a 10-minute presentation in about an hour, and finally, a 1-hour one-on-one chat about Liberty Global, the industry, and your own background. It was my first assessment centre, and I actually enjoyed it. The day was organised well, but the feedback at the end was super generic, not really helpful. I wish they'd told me how I did on each part.

The interview process had a friendly environment and was divided into 4 rounds. They were looking for candidates with collaborating, teamwork, analytical skills and confidence. The first round was a group activity, the second round was a one-hour interview, and the third round involved making a presentation on technical financial statements.